Most L&D professionals realize that learning focused on only knowledge-based outcomes will do little to measurably impact performance. The compromise becomes “well let’s at least get the knowledge in their heads and hope that impacts performance.” MORE

But without the expert knowledge needed to build a learning and performance ecosystem, will your organization still perform well? A good learning and performance ecosystem is built on: Talent management. Performance support. he asks on his blog, Learnlets. MORE

Efficiency and performance go hand in hand. How do large companies create awareness in an engaged way that will give the new hire an easy way to tune into the performance culture of the organization? Ready to learn how the ‘Insights’ feature is useful in Performance Development (PD)? MORE

But just because the phrase is overused in blog posts like this one, doesn’t mean it’s not a real problem many people still aren’t addressing. Finally, the performance support mobile app includes a list of features and benefits the learners can go back to for a refresher. MORE

I’ve previously written about the need to design learning & high performance ecosystems here , and have been reflecting on some common ingredients for effective ones. I’ve captured some of these in the infographic below: 5 Ingredients of HIGH PERFORMANCE ECOSYSTEM : COMPANY CULTURE. MORE

The post Musings on my performance appraisal appeared first on Saffron Interactive. Blog eLearningOK, so it wasn’t so much mine but more ours. I sat down recently to review Saffron’s achievements with our independent accreditor and it was two hours of reflection on. MORE

A combination of knowledge transfer and performance support. Performance support is just-in-time learning that puts the knowledge employees need in their hands exactly at the moment they need it—not before (when they are unlikely to remember it), not after (when it is no longer useful), but right then and there. Effective performance support is embedded (i.e., These resources, especially task-specific tutorials, can be used later as performance support. MORE

THE QUOTE: “ The incredible expansion of mobile technologies is an important factor that will both drive and support the deployment of workplace learning tools and systems in the area of performance support.” – Charles Jennings (Managing Director, Duntroon Associates, and Founder, 70:20:10 Forum ). MORE

Employee performance reviews are one of the best ways for an employer to show their appreciation for their staff. The evaluation process usually involves both the manager and staff in scrutinizing and justifying employee performance metrics together. MORE

It’s time to do a little year-end reflecting on my blog posts from 2012. Throughout last year I used this blog to illuminate important leadership and management issues. Out of all of these blog posts I’ve selected five that seem to have had the most interest for readers. MORE

They are the training manager’s wingmen and the company’s eyes and ears on employee performance. Setting standardized and clear-cut objectives for your learners is a smart way to evaluate trainee performance and assess your training’s efficiency. MORE

Training Needs Analysis: A Step-By-Step Guide To Identify Performance Gaps In Your Organization. Sometimes employee performance is not synced to your organization’s objectives. The post Top 11 Blog Posts for 2017 appeared first on TalentLMS Blog. MORE

The post Why you can’t afford to ignore performance support tools in learning appeared first on Saffron Interactive. Blended learning Blog eLearning Performance supportThe expectation amongst modern employees is that work equals learning. MORE

This week, I explore why annual performance reviews don’t work and what you can do about it! . It’s worse, it’s the annual performance review. The words ‘performance review’ or ‘appraisal’ are can be anxiety-inducing stuff. Why Do Companies Use Annual Performance Reviews? MORE

Throughout 2011, I used this blog to shed some light on critical leadership and management issues. Out of all of these blog posts I’ve selected five that seem to have had the most interest for readers. Performance Management is Broken - What is intended to pass for performance management in too many organizations today is the annual compulsory performance review. This blog post lists twenty tell-tale signs of disengagement. It’s that time of year again. MORE

We have been placed into a box that can be a real challenge to get out of, especially when it comes to moving into more of a performance consulting type of role. So…what is Performance Consulting, anyway? Here is an illustration to help clarify the concept of performance consulting. Training clients can tend to do the same thing – they jump to the solution (“training”) without investigating the various other factors that might be impacting the expected performance. MORE

Check out this blog to know why videos are best suited for performance support and mLearning. One of the best advantage of videos is that they are mobile friendly. Accessibility of videos on mobile phones proves to be extremely useful for remote workforce. MORE

Importantly for our purposes at Managing eLearning, these changes directly tie reimbursement to performance, and even to participation in performance improvement activities—that is, learning. Payment adjustments under MIPS will be based on performance. MORE

Pushing courses out is one thing, having an effective learning and performance ecosystem is another matter entirely. The Difference Between L&D and a Learning and Performance Ecosystem. Components of a Learning and Performance Ecosystem. MORE

Employee performance management and improvement is an increasingly popular topic in today’s workplace. What makes the difference between these two extreme scenarios, and more middle-of-the-road ones, is often something less obvious: the employee performance management process. MORE

Now isn’t this reason enough to bank on mobile devices to impart performance support? If you are still not convinced, read further to know why mLearning is best suited for performance support. Then Subscribe to this Blog ! . MORE

I like to imagine performance support as an Exobrain … (and, of course, that I am one of the smart people in learning … guess I will have to ask Simon about that.) Blog this! Download the whitepaper » Blog this! Download the whitepaper » Blog this! MORE

This post was originally written by Roger Courville on The Virtual Presenter blog. Why and how every instructional designer should include “performance notes” for virtual classroom courses. Many thanks for sharing. MORE

For a business to maintain its edge, all players in an organization need to perform their jobs at optimum levels. When things aren’t going well, management often looks to the training team to boost employee job performance and correct the problem. MORE

If there is one thing that fails an eLearning course, it’s the capability to differentiate performance of its learners from pre-course to post-course. Measuring performance is an essential tool to determine if the eLearning course has been effective. Tips eLearning performanceMORE

Powering Partner Performance through Channel Training” explains how, with the right tools and strategies, you can provide solutions for the many challenges faced by partner channels and ensure your network is properly trained and motivated to succeed. MORE

In September I attended the eLearning Guild’s new conference, Performance Support Symposium. Ontuitive’s Bob Mosher kicked it off with a mighty bang, offering the jaw-dropping suggestion that we cast off training in favor of performance support. Like Bob, I am hooked on performance support. More recently, I wrote another, this one called Handbook for Job Aids and Performance Support. This thing I have with performance support (PS) is a long-term relationship. MORE

He currently works as a senior Learning & Performance consultant at DeakinPrime, helping to deliver 70:20:10 inspired solutions for some of Australia’s largest telcos, retailers, banks and insurers. The post INFOGRAPHIC: Heroic Journeys To High Performance appeared first on Learnnovators. MORE

If an employer neglects this important aspect of training a workforce, they might soon find themselves in a very difficult situation that might affect the performance of their employees. They would thus be unable to adequately train a new recruit to perform the job efficiently. MORE

In other words there was a massive gap between the traditional training that personnel received and actual performance on the job. In my next blog post, I’ll get into the details behind why this performance gap exists at United and likely does at your company as well. MORE

Join me to discover how technology can transform your annual performance appraisal into a powerful development tool! A whopping 98% of people think that annual performance appraisals are unnecessary. It’s clear, the annual performance review isn’t performing! MORE

In many companies it’s customary to conduct staff assessments on a regular basis to evaluate the skills and performance of their employees. The post Staff assessment: How to improve work performance appeared first on GoConqr. MORE

Kudos to Deloitte for making a concerted effort to develop a fair, efficient, and useful performance management system for its 65,000 employees. They write: This is where we are today: We’ve defined three objectives at the root of performance management—to recognize, see, and fuel performance. MORE

Thus, mobile performance support is particularly valuable for a fast-paced industry like retail, where products and fashion change with the seasons, and where store employee turnover can be as high as 67%, according to a 2012 Hay Group report. MORE

Because we want them to perform better at work. An employee figures out a new way to solve a problem or perform a task. These moments of need provide an easy to follow framework to deliver performance support or just-in-time learning to your employees. MORE

Pushing courses out is one thing, having an effective learning and performance ecosystem is another matter entirely. The Difference Between L&D and a Learning and Performance Ecosystem. Components of a Learning and Performance Ecosystem.

Kudos to Deloitte for making a concerted effort to develop a fair, efficient, and useful performance management system for its 65,000 employees. They write: This is where we are today: We’ve defined three objectives at the root of performance management—to recognize, see, and fuel performance.

I’ve previously written about the need to design learning & high performance ecosystems here , and have been reflecting on some common ingredients for effective ones. I’ve captured some of these in the infographic below: 5 Ingredients of HIGH PERFORMANCE ECOSYSTEM : COMPANY CULTURE.

He currently works as a senior Learning & Performance consultant at DeakinPrime, helping to deliver 70:20:10 inspired solutions for some of Australia’s largest telcos, retailers, banks and insurers. The post INFOGRAPHIC: Heroic Journeys To High Performance appeared first on Learnnovators.

It’s time to do a little year-end reflecting on my blog posts from 2012. Throughout last year I used this blog to illuminate important leadership and management issues. Out of all of these blog posts I’ve selected five that seem to have had the most interest for readers.

Because we want them to perform better at work. An employee figures out a new way to solve a problem or perform a task. These moments of need provide an easy to follow framework to deliver performance support or just-in-time learning to your employees.

Thus, mobile performance support is particularly valuable for a fast-paced industry like retail, where products and fashion change with the seasons, and where store employee turnover can be as high as 67%, according to a 2012 Hay Group report.

Efficiency and performance go hand in hand. How do large companies create awareness in an engaged way that will give the new hire an easy way to tune into the performance culture of the organization? Ready to learn how the ‘Insights’ feature is useful in Performance Development (PD)?

Most L&D professionals realize that learning focused on only knowledge-based outcomes will do little to measurably impact performance. The compromise becomes “well let’s at least get the knowledge in their heads and hope that impacts performance.”

Now isn’t this reason enough to bank on mobile devices to impart performance support? If you are still not convinced, read further to know why mLearning is best suited for performance support. Then Subscribe to this Blog ! .

It’s time to do a little year-end reflecting on my blog posts from 2012. Throughout last year I used this blog to illuminate important leadership and management issues. Out of all of these blog posts I’ve selected five that seem to have had the most interest for readers.

Because we want them to perform better at work. An employee figures out a new way to solve a problem or perform a task. These moments of need provide an easy to follow framework to deliver performance support or just-in-time learning to your employees.

Employee performance management and improvement is an increasingly popular topic in today’s workplace. What makes the difference between these two extreme scenarios, and more middle-of-the-road ones, is often something less obvious: the employee performance management process.

A combination of knowledge transfer and performance support. Performance support is just-in-time learning that puts the knowledge employees need in their hands exactly at the moment they need it—not before (when they are unlikely to remember it), not after (when it is no longer useful), but right then and there. Effective performance support is embedded (i.e., These resources, especially task-specific tutorials, can be used later as performance support.

Powering Partner Performance through Channel Training” explains how, with the right tools and strategies, you can provide solutions for the many challenges faced by partner channels and ensure your network is properly trained and motivated to succeed.

Throughout 2011, I used this blog to shed some light on critical leadership and management issues. Out of all of these blog posts I’ve selected five that seem to have had the most interest for readers. Performance Management is Broken - What is intended to pass for performance management in too many organizations today is the annual compulsory performance review. This blog post lists twenty tell-tale signs of disengagement. It’s that time of year again.

If an employer neglects this important aspect of training a workforce, they might soon find themselves in a very difficult situation that might affect the performance of their employees. They would thus be unable to adequately train a new recruit to perform the job efficiently.

The post Why you can’t afford to ignore performance support tools in learning appeared first on Saffron Interactive. Blended learning Blog eLearning Performance supportThe expectation amongst modern employees is that work equals learning.

THE QUOTE: “ The incredible expansion of mobile technologies is an important factor that will both drive and support the deployment of workplace learning tools and systems in the area of performance support.” – Charles Jennings (Managing Director, Duntroon Associates, and Founder, 70:20:10 Forum ).

The post Musings on my performance appraisal appeared first on Saffron Interactive. Blog eLearningOK, so it wasn’t so much mine but more ours. I sat down recently to review Saffron’s achievements with our independent accreditor and it was two hours of reflection on.

For a business to maintain its edge, all players in an organization need to perform their jobs at optimum levels. When things aren’t going well, management often looks to the training team to boost employee job performance and correct the problem.

This week, I explore why annual performance reviews don’t work and what you can do about it! . It’s worse, it’s the annual performance review. The words ‘performance review’ or ‘appraisal’ are can be anxiety-inducing stuff. Why Do Companies Use Annual Performance Reviews?

Join me to discover how technology can transform your annual performance appraisal into a powerful development tool! A whopping 98% of people think that annual performance appraisals are unnecessary. It’s clear, the annual performance review isn’t performing!

Check out this blog to know why videos are best suited for performance support and mLearning. One of the best advantage of videos is that they are mobile friendly. Accessibility of videos on mobile phones proves to be extremely useful for remote workforce.

Importantly for our purposes at Managing eLearning, these changes directly tie reimbursement to performance, and even to participation in performance improvement activities—that is, learning. Payment adjustments under MIPS will be based on performance.

If there is one thing that fails an eLearning course, it’s the capability to differentiate performance of its learners from pre-course to post-course. Measuring performance is an essential tool to determine if the eLearning course has been effective. Tips eLearning performance

We have been placed into a box that can be a real challenge to get out of, especially when it comes to moving into more of a performance consulting type of role. So…what is Performance Consulting, anyway? Here is an illustration to help clarify the concept of performance consulting. Training clients can tend to do the same thing – they jump to the solution (“training”) without investigating the various other factors that might be impacting the expected performance.

In many companies it’s customary to conduct staff assessments on a regular basis to evaluate the skills and performance of their employees. The post Staff assessment: How to improve work performance appeared first on GoConqr.

I like to imagine performance support as an Exobrain … (and, of course, that I am one of the smart people in learning … guess I will have to ask Simon about that.) Blog this! Download the whitepaper » Blog this! Download the whitepaper » Blog this!

Employee performance reviews are one of the best ways for an employer to show their appreciation for their staff. The evaluation process usually involves both the manager and staff in scrutinizing and justifying employee performance metrics together.

In other words there was a massive gap between the traditional training that personnel received and actual performance on the job. In my next blog post, I’ll get into the details behind why this performance gap exists at United and likely does at your company as well.

But just because the phrase is overused in blog posts like this one, doesn’t mean it’s not a real problem many people still aren’t addressing. Finally, the performance support mobile app includes a list of features and benefits the learners can go back to for a refresher.

But without the expert knowledge needed to build a learning and performance ecosystem, will your organization still perform well? A good learning and performance ecosystem is built on: Talent management. Performance support. he asks on his blog, Learnlets.

Training Needs Analysis: A Step-By-Step Guide To Identify Performance Gaps In Your Organization. Sometimes employee performance is not synced to your organization’s objectives. The post Top 11 Blog Posts for 2017 appeared first on TalentLMS Blog.

They are the training manager’s wingmen and the company’s eyes and ears on employee performance. Setting standardized and clear-cut objectives for your learners is a smart way to evaluate trainee performance and assess your training’s efficiency.

In September I attended the eLearning Guild’s new conference, Performance Support Symposium. Ontuitive’s Bob Mosher kicked it off with a mighty bang, offering the jaw-dropping suggestion that we cast off training in favor of performance support. Like Bob, I am hooked on performance support. More recently, I wrote another, this one called Handbook for Job Aids and Performance Support. This thing I have with performance support (PS) is a long-term relationship.

This post was originally written by Roger Courville on The Virtual Presenter blog. Why and how every instructional designer should include “performance notes” for virtual classroom courses. Many thanks for sharing.